Stick or switch? Discover what’s motivating your employees to stay in their roles in our 2022 Candidate Motivators report 

You’ve nailed your talent attraction - woo!  Now, some awesome new tech talent are joining your team - hooray! 

But wait. Have you thought about how you’ll get them to stick around? 

We’re not saying the tock is ticking, but the first 90 days in a new role are crucial.  So what does it take for new talent to stay put? How do you get loyalty for the long haul?

Don’t worry - we’ve done the research for you on this one. 

Every year, we do a deep-dive into our candidates' thoughts and feelings. With our detailed survey, we aim to find out what would make them stay or leave a job - and what would attract them to a new one. 

And so, we present to you our 2022 Candidate Motivators report: telling you, straight, what drives your employees - and what will make them stay. 

Read on for a succinct summary of: 

• What employees want 
• What entices executive talent and senior leaders 
• What makes a difference for women 
• And how much is salary really making a difference 

So, what do employees want? 

The world of work is changing. Dramatically. 

Flexible working arrangements, including working from home, are the new norm (along with wearing track pants to meetings). Scenic views, great coffee and a podcast in the background while working? Yes please. 

Smart employers know this and need to respond accordingly.

Our 2022 Candidate Motivators report intel shows that candidates won’t commit to a full-time job without some serious tempters (think compensation and benefits that up the ante!), but the typical top candidate drivers remain: 

1. Salary (this remains vital)
2. Flexibility 
3. Community 
4. Inclusivity.  

But there are new nuances to the mix. 

Wellbeing and finding a company that is financially secure have risen higher in the ranks than ever before (knocking ‘interesting job content’ from #6 driver to #10)! 

Recent world events (need we say more) have led to some serious shifts and self-reflection. 

We want the ‘freedom’ of freelancers with the social rhythm of a buzzing workplace. 

We want to feel belonging. 

We want to feel purpose. 

No matter where we’re working. 

Employers

A quick city-by-city comparison 

Not every city has the same attitude.

Glancing at these city’s stats, you can see the impact of recent events. 

While Sydney saw similar candidate drivers  to last year, Melbourne saw a big shift with work/life balance dropping from #1 to #4. 

Thanks, lockdown 

Up in sunny Brisbane, candidates rated attractive salary as #1, with work life balance slipping to #2. The idea that you can work from anywhere is levelling the playing fields, and we have seen some salary inflation coming from Brisbane – candidates are demanding and companies are offering! 

Clearly, cashola is fundamental but, still, three of Brisbane’s top 5 drivers involved wellbeing. 

Main take home message? Employers need to take note of world events and how they manifest differently from city to city.  Your team might need more than a good salary - they need consistent care. 

What drives senior Leaders and executive talent? 

We want to believe in what we do.  And when our personal values don’t align with the organisation we work for… well, let’s just say, iit doesn’t feel great. 

46% of senior leaders agreed. In fact, in our 2022 Candidate Motivators report, they said this was a key reason for changing jobs. 

But what makes them stay?

Well, it depends. Once again, it seems that the pandemic has had a dramatic shift on their stance.  In 2021, senior leaders and execs said strong management was essential.  But since then, it’s dropped from 4th priority to 13th!

In its place, having a financially healthy workplace has risen higher - soaring from #9th priority up to 2nd place. 

And honestly? It makes sense. 

After managing all the (tumultuous, possibly traumatic) events that were out of their control, your executive talent just wants a little stability! 

Consistency is key: in their salary - and in their support. 

What do women want?  

The women spoke - and they spoke clearly.  Flexible working arrangements have and continue to be ranked #1 as the driver for female candidates across sectors and levels.

65% of females put flexible working arrangements in their top 5 candidate drivers.

Money is important, but supporting women in their roles outside of work is where it’s at. 

Women remain the primary caregivers in Australia, and this was made super clear during the pandemic. 

Support the load carried by women, and you’ll be supported by your female candidates.

Is it all about the money? 

If we were to compare the key drivers to the ingredients of a burger, money would be the bun.

Let’s be real: very few people want a bunless burger. 

58% of those surveyed who moved jobs within the same organisation had received a salary increase (between 6% and 20%)

47%, however, said that non-monetary benefits impacted their decision to leave their role. 

Still, when it comes to who is staying and going, our 2022 Candidate Motivators report says that the goers (largely) ended up leaving for the bigger bun (that 58% is nothing to sneeze at). 

So, what can I do to boost tech talent attraction? 

Reading the real data, we know that employees are thinking about more than just money.  Yes, salary is the #1 driver - but flexibility and work/life balance come close behind.  Acknowledging one isn’t enough, it’s about the equation of all 3. 

Which means, when it comes to incentives, they need more than just great compensation!  Acknowledge your talent, celebrate their skills, support their needs.  Remember: The whole is greater than the some of the parts.  And the same can be said for the EVP equation. 

Don’t believe us? Download the 2022 Candidate Motivators Report and see for yourself...